Department of Human Resources Development

Permanent URI for this collectionhttp://localhost:4000/handle/20.500.12092/1877

Browse

Author: search.filters.author.Kiambati, KellenEnd date: 2019

Search Results

Now showing 1 - 3 of 3
  • Thumbnail Image
    Item
    Emerging Trends Shaping Contemporary Business Strategy
    (Prime Journals, 2012-09-18) Gakure, Roselyn; Keraro, Victor; Okari, Headmound; Kiambati, Kellen
    This study constitutes a theoretical review of existing literature relevant to the subject. The study examines and briefly discusses salient issues in conventional business strategy formulation and execution. It identifies and lays significant emphasis on the key emerging trends that have shaped contemporary business strategy formulation and execution. The key trends identified and discussed are; the inclusion of the bottom of pyramid staff and lower level managers, role of technology, outsourcing, alliances, consolidations and networks, globalization, environmental impacts, emphasis on decisions rather than structures, work-life balance, culture, strategic architecture, facilities management, diversification and knowledge management.
  • Thumbnail Image
    Item
    The Role of Human Resource Development as a Change Agent
    (Science Publishing Group, 2015-08) Muchira, Teresia Njoki; Kiambati, Kellen
    For businesses to maintain their position in the market place or gain competitive advantage they need to change constantly. Change helps improve and increase productivity which ultimately increases sales of an enterprise. The growing global competition and the rate of technological advancement foresee a continuing need for change. An organization will require the services of a change agent to assist in in its effort to change successfully. This study examines the role of Human Resource Development (HRD) as a change agent in several areas such as organizational change management, different roles played by the change management, skills and competencies for HRD change agents, the models of change used by the change agents to facilitate change and conclusion. The study ends with recommendations for further research.
  • Thumbnail Image
    Item
    Work Progress Feedback and Employees Performance in Organizations: A Case Study of Water and Sanitation Companies in Nyeri County, Kenya
    (Scholars Bulletin, 2015-09) Waweru, Beauttah Mwangi; Kiambati, Kellen; Simiyu, Alice
    Work progress feedback has played a critical role in creation of a conducive and harmonious relationship in organizations all over the world. Indeed it is one factor that is essential in enhancement of service delivery in organizations. Work progress feedback is the process of providing credible and factual information regarding aspects of employees’ performance or understanding in order to help them meet individual, group and organizational goals. The general objective of the study was to establish whether there is a relationship between work progress feedback and employees’ performance in water and sanitation companies in Nyeri County. Specific objectives of this study were specificity of work progress feedback; mode of work progress feedback and timeliness of work progress feedback on employees’ performance. The study used stratified random sampling to select a sample size of 77 respondents from a target population of 383 employees in Water and Sanitation Companies in Nyeri County. The relevant data was collected using questionnaires from 62 respondents representing 80.5% response rate out of the probable 77. Collected data was analyzed using statistical package for social sciences (SPSS) to generate descriptive and inferential statistics. Frequencies and percentages were generated from the data while linear and multiple regression analysis was done to establish relationship among the variables in the study. The results indicated that water and sanitation companies’ have worked progress feedback mechanisms though inadequate. The study findings revealed that timeliness of work progress feedback and mode of work progress feedback have positive and significant effects on employees’ performance while specificity of work progress feedback was found to have a positive but insignificant effect on employees’ performance. The researcher recommended work progress feedback to be reviewed so as to incorporate inputs from all the parties, the researcher also recommended on providing work progress feedback in time by using appropriate modes. The researcher suggested that future research could focus on other types of composition variables such as workers attitude towards work progress feedback among other variables to establish whether they have an effect on employees’ performance.
©Karatina University